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The gender pay gap is a well-documented phenomenon in labor economics. Based on the 2018 Structure of Earnings Survey (SES), the authors estimate the impact of observable characteristics on the gender pay gap in Visegrad Group countries and provide policy recommendations on reducing the gender pay gap.

The Oaxaca-Blinder decomposition is applied to estimate the values of explained and unexplained parts of the gender pay gap. Gender pay gap in unadjusted as well as adjusted form is estimated using data on the individual level.

The results show that unadjusted gender pay gap proved to be stable at more than 20%. The authors found evidence that education widens gender pay gap implying that men have higher returns on education than women. Tertiary education proved to be the highest contributor to widening of gender pay gap. Results also show that there is strong sectoral and occupational segregation. Decomposition proved that only 21% of gender pay gap could be explained by observed characteristics. The unexplained part showed negative values, meaning women would have higher wages, if they had characteristics like men.

Structure of Earnings Survey data are published every four years; therefore the authors’ dataset from year 2018 might not completely reflect today's reality. Unfortunately, newer data are note available yet. Second, Structure of Earning Survey data do not contain variables representing social factors of respondents like marital status, number of children or labour market absence due to birth or childcare. Third, data used for this study do not contain firms that have less than 10 employees; therefore, considerable portion of the labour market is omitted.

Results of this study will help policymakers understand the roots and causes of the gender pay gap in Visegrad Group countries but addressing this issue requires further research.

Women are underrepresented in most university entrepreneurship education (EE) programmes and less likely than men to pursue business venturing as a career. One reason may be the “entrepreneurial identity gap”, whereby female students do not see themselves as successful entrepreneurs. This paper aims to explore the nature of this identity gap and its relationship to entrepreneurial intent and entrepreneurship education.

A set of contemporary, gender-inclusive entrepreneurial attributes was developed using entrepreneurial subject matter experts and tested with 591 university students to explore the nature of the gendered entrepreneurial identity gap.

While masculine stereotypes persist and the entrepreneurial identity gap is larger for female students, results suggest that a more gender-inclusive vocabulary of entrepreneurship is emerging among the student population and an androgynous perception of the idealized entrepreneur. Entrepreneurship education had a positive influence on entrepreneurial intent.

Study findings advance the conversation about entrepreneurial identity, the nature of the gendered identity gap and the role of education in closing that gap. The questionnaire and set of gender-inclusive attributes should continue to be tested beyond student samples.

Based on this study, entrepreneurship education could benefit from more gender-inclusive instructional practices and vocabulary and a broadened definition of what it means to be entrepreneurial. More students – both men and women – will see themselves as entrepreneurs and be inspired to participate in the innovation economy.

This study takes a novel approach to the study of entrepreneurial identity, developing a new set of attributes and contemporary vocabulary around business venturing.

The purpose of this paper is to conduct a meta-analysis of existing research on gender discrimination/gender gap and women in Science, Technology, Engineering and Mathematics (STEM) in the UAE, specifically, and Middle East and North Africa (MENA) and Gulf Cooperation Council (GCC) countries in general because of very limited number of articles published on the subject. It will give future researchers insights into the topics, methodologies and findings of such research from 1999–2019.

This study conducts a meta-analysis of 72 articles using the Wildcard operator search method and the Boolean operator to perform an integrative literature search related to gender discrimination studies done in relationship to or specific to the UAE.

In total, 88 papers related to the UAE and gender gap and women were identified. The articles were narrowed down to the ones published in high-ranked or Scopus journals (72). The findings suggest a decreasing trend in gender discrimination, but the issue still persists, requiring efforts from policy-makers, society and government to ensure gender parity is achieved. Academic research on women in STEM/SET workplace, specific to the UAE and the region, continue to slowly advance, with very few articles published in the same.

The study provides insights into gender gap research done in the past ten years specific to the UAE national women and gender gap in general and their career choices and prospects in the STEM/SET domain.

There is a need to focus research on Emirati women in STEM careers to develop more insights into gender gap perceptions of Emirati women and identify challenges and methods to close the gender gap in STEM careers.

This paper brings a holistic perspective to the meta-analysis of research on the gender gap and women in the UAE’s STEM domain.

The purpose of this paper is to focus first on the development of the segregation of tasks in family and housework in Switzerland and its linkage to the gender time-use gap in unpaid work. In addition, the impact of dual-breadwinner support in policies and culture is examined.

The empirical test refers to a comparison of Swiss cantons, and is based on data from the Swiss Labour Force Survey. The analysis traces both the gender gap and segregation from 2000 to 2013, compares them between 25 Swiss cantons, and links them to political and cultural dual-breadwinner support.

First, the results suggest that both the gender time-use gap and task segregation in unpaid work decrease in Switzerland. Moreover, the gender gap and segregation do not correlate in the sample of Swiss cantons. Second, both the gender gap and segregation correlate with dual-breadwinner support. However, the political dual-breadwinner support is linked to lower segregation, a smaller gender gap, more male and less female housework, the dual-breadwinner culture promotes female housework and both men’s and women’s family time spent on childcare, without affecting the gender gap and segregation.

The results, on the one hand, suggest that both the gender time-use gap and the segregation are important but analytically different dimensions of gender equity. On the other hand, the cross-cantonal analysis highlights the socio-political structuration of gender inequality.

The paper contains the first comparative analysis of the gender time-use gap and task segregation in Switzerland. The results underline the analytical distinction between the gender time-use gap and the task segregation in family and housework. Moreover, the cross-cantonal analysis suggests that the political dual-breadwinner support is an important determinant of the gender divide in unpaid work.

The aim of the research is to estimate the level of the early career gender wage gap in Russia, its evolution during the early stages of a career, gender segregation and discrimination among university graduates, and to identify factors which explain early career gender differences in pay. Special emphasis is placed on assessing the contribution of horizontal segregation (inequal gender distribution in fields of studies and industries of employment) to early-career gender inequality.

The study is based on a comprehensive and nationally representative survey of university graduates, carried out by Russian Federal State Statistics Service in 2016 (VTR Rosstat). The authors use Mincer OLS regressions for the analysis of the determinants of gender differences in pay. To explain the factors which form the gender gap, the authors use the Oaxaca-Blinder and Neumark gender gap decompositions, including detailed wage gap decompositions and decompositions by fields of study. For the analysis of differences in gender gap across wage distribution, quantile regressions and quantile decompositions based on recentered influence functions (RIFs) are used.

The study found significant gender differences in the early-career salaries of university graduates. Regression analysis confirms the presence of a 20% early-career gender wage gap. This gender wage gap is to a great extent can be explained by horizontal segregation: women are concentrated in fields of study and industries which are relatively low paid. More than half of the gender gap remains unexplained. The analysis of the evolution of the gender wage gap shows that it appears right after graduation and increases over time. A quantile decomposition reveals that, in low paid jobs, females experience less gender inequality than in better paid jobs.

The analysis has some important policy implications. Previously, gender equality policies were mainly related to the elimination of gender discrimination at work, including positive discrimination programs in a selection of candidates to job openings and programs of promotion; programs which ease women labour force participation through flexible jobs; programs of human capital accumulation, which implied gender equality in access to higher education and encouraged women to get higher education, which was especially relevant for many developing countries. The analysis of Russia, a country with gender equality in access to higher education, shows that the early career gender gap exists right after graduation, and the main explanatory factor is gender segregation by field of study and industry, in other words, the gender wage gap to a high extent is related to self-selection of women in low-paid fields of study. To address this, new policies related to gender inequality in choice of fields of studies are needed.

It has been frequently stated that gender inequality appears either due to inequality in access to higher education or after maternity leave. Using large nationally representative dataset on university graduates, we show that gender equality in education does not necessarily lead to gender equality in the labour market. Unlike many studies, we show that the gender gap in Russia appears not after maternity leave and due to marital decisions of women, but in the earliest stages of their career, right after graduation, due to horizontal segregation (selection of women in relatively low-paid fields of study and consequently industries).

Using a unique data set from the National Association of Colleges and Employers (NACE), we estimate the gender starting-salary gap for college graduates from 2000 to 2010. Simulation techniques are used to estimate how the salary gap would change if women had selected the same majors or job types as men. We find that about 90% of the starting-salary gap is explainable by gender differences in majors and types of job offers – a higher percentage than found in most other studies. Duncan indexes of dissimilarity also indicate that the gender distributions of job offers by college major and type of first jobs have not become more similar over the past 10 years. Although differences in college major and types of first jobs explain most of the gender gap in starting salaries of college graduates, small but unexplained gender pay differences reveal themselves in the NACE statistics.

We analyze the evolution of the gender wage gap in Mexico between 1989 and 2012, a period in which skill-biased technological change accelerated. We deviate from most prior work investigating the gap across the wage distribution. We find substantial gender wage convergence in the decade of the 2000s at the mean and, more markedly, at the upper and lower ends of the wage distribution, alongside little change in the median wage gap. The gender wage gap at the 90th percentile was largely eliminated by the year 2012 and, at the 10th percentile, it narrowed by a fourth of its 1990 level. This narrowing of gender inequality in wages occurred alongside a narrowing of inequality in wages within each gender group. The share of college-educated women relative to men in the work force grew substantially over the two decades, and they sorted disproportionately into brain-intensive occupations, where the gender wage gap fell sharply. The wage return to being in a brain-intensive occupation was, in both periods, greater for women; it declined for men while rising for women during the 2000s. Our findings demonstrate how structural economic change may interact with a biologically premised comparative advantage of women in brain-intensive occupations to raise their relative wages. Our results also underline the relevance of studying changes across the wage distribution.

This chapter examines the relationship between the gender gap in labor force participation, intensive growth and economic welfare in Sub-Saharan African (SSA) from 1981 to 2020 under the framework of the classical production function. The generalized method of moment (GMM) technique was employed in analyzing the data. The empirical result showed a negative and significant effect of the gender gap in labor force participation on intensive growth. It was also found that the gender gap in labor force participation had a negative and insignificant effect on economic welfare in SSA. Other findings showed that male labor force participation had a positive and insignificant effect on both intensive growth and economic welfare, while female labor force participation had a negative and significant effect on intensive growth and a negative and insignificant effect on economic welfare. Trade openness had a positive and significant effect on both intensive growth and economic welfare. Based on the findings, narrowing the gender gap in labor force participation has to be given more considerable attention in the SSA region.

In this chapter I provide a sociological discussion of the gender pay gap legalisation by drawing on data in the sport sector across public and private commercial sports organisations. The gender pay gap is a significant reporting tool as it refers to the difference in the average hourly wage of all men compared to all women across an organisation (gov.uk, 2020). It is part of legislation introduced in the UK in 2017 which requires all employers with 250 or more employees to calculate and publish annually their gender pay gap data (gov.uk, 2020). The patterns emerging from the data indicate that the highest disparity in gender pay remains in those organisations where professional sport is commercialised around male performance (average gender pay gap is 59.1% in 2018–2019). In this chapter I draw on figurational concepts of power that enable the analysis of gender relations processually and draw on the role of shame and embarrassment to discuss the ways in which gender pay gap reporting may be used as a power resource to challenge ongoing inequalities in sport governance.

The objective of this study is to estimate the gender wage gap in Vietnam and its rural and urban areas, especially with the presence of foreign firms.

The authors use cross-sectional data from three rounds of the Vietnam Household Living Standards Survey (VHLSS 2008, 2012, and 2016) to investigate this issue. The unconditional quantile regression and Oaxaca–Blinder (OB) decomposition are used in this article.

The article finds the gender wage gap favouring men, especially in higher quantiles of the wage distribution. The gap in urban Vietnam was higher than in rural areas. The OB decomposition indicates that gender wage gap is mainly driven by gender discrimination. The differences in return to participation in foreign companies only contributed significantly and positively to such a gap in some models. It suggests that the gap in those models is affected by gender discrimination in employment opportunities in foreign companies. Regarding the endowment effect, some models provide the significantly negative impacts of foreign firms on gender wage inequality.

The study suggests that policies to reduce the gender wage gap should pay more attention to foreign firms, especially at higher wage classes.